Performance

"Habit is habit, and not to be flung out of the window by any man, but coaxed downstairs a step at a time." Mark Twain

While typical performance development programs provide new information or insights to enhance performance we have observed that the level of uptake and integration of these skills is often poor.

At CLE we are skilled at identifying the knowledge, attitude and skills required to excel. We are curious about enablers of performance. What differentiates us is our expertise in pinpointing the human and environmental factors that prevent an individual or team performing to their full capacity.

We believe the secret to unlocking potential lies in what Arnold Mindell terms the edge - the boundary between familiar ways of operating and those that are less well known. When a simple lack of experience or know-how is the problem, learning and change are easy. Training is the obvious solution. However when untested assumptions, limiting beliefs, fears and past experiences are involved, a little more precision is needed to discover and work with these barriers to optimal performance.

Drawing on our collective expertise in the areas of learning and development, neuroscience, psychology, coaching and leadership development the CLE team have a refined understanding of the hard skills and soft skills which enable individuals and teams to meet the diverse demands of their roles. We support teams and individuals to become more agile and flexible in the way they approach their mission and are experienced in working with leaders and teams in high pressure environments.

At CLE we work with HR professionals and managers to help them understand individual or collective enablers and inhibitors of performance. We can also support your staff to engage with new information, ideas or ways of working.

Managing Performance Conversations

Typically we find that one of the most challenging parts of being a manager of people is the need to have performance conversations where there is a particular behaviour or gap in performance that we are not happy with. At best we may view these conversations as a necessary evil but seldom do we welcome them as the opportunity that they are.

Sometimes we may choose to avoid the situation as we think it just too tough and resign ourselves to just live with it. Other times we may want to have the conversation but are just not sure how or where to begin. There is one thing that is certain though, if the situation is not addressed it’s not going to go away and will eventually take its toll on you and other members of your team.

In many situations it may have been possible to avoid formal performance management processes if robust performance conversations had taken place at the time the original event had occurred.

At CLE we recognise what it takes to have these tricky performance conversations both from the level of skill required and also from the mental and emotional perspective. This is why we have put together a program specifically to support you to begin to welcome the opportunity that these curly situations present.